What Is E-Learning, Really?

E-learning is an abbreviation for electronic learning and means that learning takes place through digital courses completed on a PC.  E-learning is generally a web-based form of learning.

In its simplest form, e-learning is text on a screen, but course development tools have opened the door to much more, for example, images, animations, exercises, sound, and video.

A good e-learning course is characterised by a large degree of interactivity.  My interactivity, we mean that students are involved and participate actively in the learning process throughout the course.  Students can, for example, received responses and feedback on the answers they provide, during or at the end of the e-learning course.  Further, their answers can be followed up by an administration system (LMS – Learning Management System) or the organisation’s training manager.

Today's e-learning courses have their origins in CD-ROM courses, which have been in use since the mid-90’s.  Today, most courses are either available over the Internet or through internal distribution channels, via an intranet, LMS, or other training portals.

Topics for E-Learning Courses

The content of an e-learning course can vary widely, both in the choice of topic and scope.  Traditionally, e-learning courses have been divided into three main groups: software training, technical training, and soft skills training.

Software training helps students get acquainted with a new computer program or tool through an e-learning course.  This kind of course allows students to train on the new tool or program in a simulated environment that resembles the real thing.  The advantage is that students become acquainted with the system before it is available (or parallel with the rollout), and have the opportunity to learn through trial and error, getting feedback along the way, so they will feel secure and well-prepared to start using the system.

During technical training, students meet an interactive presentation on a technical topic.  Often, it can be on advanced technological equipment, which is not possible or appropriate for students to test out in reality.  Through e-learning courses, students can learn more about the construction and function of equipment and how to use it properly.  Students can also have the opportunity to test operations that are not possible in the real world.  For example, following a pipeline along the ocean floor or looking at the inside of a turbine.  So, this kind of e-learning course provides added value to technical training and goes beyond what students can find in technical manuals or specifications.  Students can also receive good guidance for troubleshooting and technical maintenance, so they are as well equipped for their practical work as possible.

During soft skills training, students can encounter various topics including organisation, HMS, and vision and values.  Many organisations have courses for new employees, to help them quickly gain an understanding of the company’s business focus, get acquainted with their new workplace, routines, internal tools, such as an invoicing system, registering hours, social welfare systems, etc.

A company’s vision and values are also a soft skills topic often addressed by e-learning.  For example, you can have an e-learning course that provides an introduction to the organisation, helping new employees feel a part of the corporate culture.  An e-learning course on vision and values can also be used to initiate a revitalisation process, or as a basis for discussion to raise individual consciousness of ethical dilemmas in the workplace.

Advantages of E-learning

Use of e-learning is on the rise in Norway, particularly for business training since it is so cost-effective, saving the company from unnecessary travelling costs and lost work time.  E-learning courses are time-saving for each individual employee, and are also a form of democratic learning, ensuring that everyone receives the training they need – when they need it.  So, e-learning has emerged as a flexible training method, allowing course users to take courses whenever and wherever it suits them best.  Many Norwegian companies and organisations use an administration system, LMS – Learning Management System, to maintain an overview of who has taken which courses, when, and their results.  This kind of system addresses certain teacher functions, providing training managers, and the employee’s closest superiors, with a good overview, so they can follow up on group or individual levels.  The company’s LMS is often integrated with the organisation’s HR system, making it a core HR tool.

Since e-learning is a financially rewarding investment for larger groups, it can be a good idea to combine training needs within a certain field or company.  We can see good examples of this line of thought in the petroleum industry, which is this country's largest knowledge industry, and the driving force behind technological developments and use of new technology.  Through e-learning courses developed by The Norwegian Oil Industry Association (OLF) and Working Together for Safety (SfS) the framework is in place for an industry wide competence boost.  At the same time, this training is flexible when it comes to workplace and employer, company or shelf.

In addition to industry-specific training, there are also standard off-the-shelf courses on relevant topics, allowing individuals, as well as small and large companies and organisations to ensure that they receive necessary training.

How to Succeed with E-Learning?

In order to succeed with e-learning initiatives, good groundwork is crucial.  Below are some tips on what you should consider regarding e-learning in your organisation.

Consider Your Needs
Why are you considering adopting e-learning?  What effect do you want to achieve?  It can be useful to ask yourself a number of these kinds of control questions.  Maybe e-learning is not the most suitable initiative to address your organisation’s competence needs.  You don't always have to conduct a comprehensive and theoretical needs analysis to find out what your needs are.

Define the Framework
This is one of the most important phases of the development process because this is where you lay the foundation for the e-learning course.  You need to be aware of both the technical and organisational framework conditions in advance.  In far too many instances, people forget to define opportunities and limitations for the program.  Having things well clarified at this stage in the process can prevent unnecessary extra work later on.  The learning platform consists of a description of the intention of the training, learning objectives, and methods and means, as well as a description of the target group, framework conditions and technology.  One central question you need to ask is:  What technical limitations for user’s computers and bandwidth do you have to take into consideration?

Consider the Big Picture
An e-learning course should seldom or never be your company’s only training initiative.  Consider how the course will be used alongside other forms of training, for example, traditional classroom training, self-study, performance appraisal interviews, group discussions, etc.

Develop Specifications
No matter what, it is important that you take the time to develop specifications, but don't make them so detailed that the content provider (the company making the e-learning program) doesn’t have the freedom to propose creative solutions.  Ensure that your target group and learning objectives are clear.

Choose an Authoring Tool and Content Provider
You can choose whether to use an authoring tool and produce the e-learning courses yourself, or outsource the job to the content provider.  You can also have a combination of the two, by collaborating with e-learning companies that can assist you with project management, pedagogy, design and/or technology.

Developing the Learning Program
Broadly speaking, this activity consists of three stages: script production, graphic design, and programming.  Even though the content provider is most often responsible for this activity, is important that you, the customer, participate actively in this process.  It is especially crucial that you get involved in developing the script.  You are the one who understands the organisation’s training needs and are best suited to develop an appropriate script.

Prioritise the Implementation Phase
There are several examples of organisations that have used enormous resources to produce good e-learning programs that were never properly put to use.  The main reason is often that internal implementation is not prioritised.  Many fall into a trap because they believe that the job is done when the program is fully developed, but on the contrary, that's when the most important part of the job begins.  The program must be made available and, not the least, marketed internally.  If one or several enthusiastic people in your organisation have participated in developing the e-learning program, you are well on the way – as long as they have sufficient authority and resources to implement the program properly.

A significant challenge during the implementation phase is motivating employees to take the course.  All learning and training depends on a certain amount of energy from the learners.  For many, learning and change are uncomfortable, for others they can be positive and fun.  That's why it is important that the company's motivation for the learning initiative is communicated in a motivating way, and that everyone who needs to complete the training feels that they have enough time to do so, without it being at the expense of other requirements they need to satisfy.  Proper preparations for good learning processes give you a greater chance of success with e-learning.  The goal must be to generate genuine motivation and a real desire to learn something.

Another success criterion for succeeding with e-learning is that your implementation plans must be anchored in management.  It is important that management accepts that it is okay to use time on e-learning and that the knowledge imparted through the training will also be demanded and valued in the future.

Evaluate your Learning Initiative
A learning initiative is only successful when employees use it and generate results with their new competence.  Make sure you decide in advance how you will evaluate the project, learning processes, and learning results.  This kind of evaluation work will provide you with useful information about the real result of your project, which you, in turn, can learn from before you start on new projects.
 

By: Nina Schjelderup Krogh, Mintra as